Finding the best talent available on the market and getting hires right can be common difficulties for many organizations, especially when we take into account the losses brought by turnover. To assist in this process, some corporations partner with recruitment companies. However, many managers have doubts about this work, how it works and if it is worth the investment. This post will clarify the matter and help in the decision making about outsourcing your hirings to a recruiting agency. Follow us!
When to Outsource To A Recruitment agency?
The recruitment process is an extremely important step for companies, requiring focus and dedication from the HR team. As much as the professionals accumulate vast experience in the subject, this work takes precious time, reaching 30 to 90 days. In the meantime, those responsible announce the vacancy, screen the resumes, and conduct interviews and tests to finally choose the new employee. This period could be used in other strategic actions that enable more accurate and productive decisions. After all, HR is also responsible for the management of people and other essential activities for the good performance of CEOs and directors. When it comes to recruiting executives, the situation is even more complex, as it concerns professionals with very specific skills that are not always easily found in the job market. It is often necessary to make an active search, addressing people who match the ideal profile, instead of selecting only those who responded to the vacancy announcement. Hiring a recruiting partner helps to resolve all of these issues, enabling faster and more accurate selection.
How does the outsourced recruitment process work?
The specialized agency schedules a meeting to understand the needs, challenges and organizational culture of the contractor, receiving complete information about the corporation and the vacancy to be filled. From these data, recruitment begins. The outsourced agency can use traditional advertising channels, specialized headhunters, networks, and its own search software, among a series of other tools that will help to locate the ideal professional. Most of the time, these companies allow scalability of services. This means that the contractor decides how long to maintain the partnership, whether it will be only for isolated contracts or the formation of large teams, among other details. In outsourcing, payment is made only for the services demanded, which contributes to cost reduction. The consultancy service extends to the behavioral analysis of candidates, assessment of social networks and tests to check technical skills, in addition to the initial exams of the curricula received. It is worth remembering that the entire process can be monitored by the contracting organization. This is because the outsourced agency does not do the work in isolation – it is essential that there is monitoring in order to align some important points and ensure that the recruitment fully meets the needs of the vacancy.
What are the benefits provided by a recruitment agency?
By choosing to partner with a recruiting agency, the corporation experiences a number of benefits. We can highlight:
- Economy and assertiveness
Failed hires result in high turnover rates, drop in productivity, problems in engagement and costs with termination payments and new selection processes. The help of a recruiting agency makes new admissions more accurate, resulting in savings for the agency.
- Reduced overhead for HR
The HR department of an agency has to deal with a series of internal processes aimed at people management and helps in decision making, acting as a fundamental strategic piece. Outsourcing recruitment processes will help Human Resources to deal with overwork, in addition to making the process faster and more accurate. Thus, the agency receives the most suitable candidates to fill the vacancy.
- Better quality of employee selection processes
An outsourced agency accumulates all the knowledge and experience necessary to make a more accurate selection. This means that the chances of finding the ideal employee for the vacancy are much greater, taking into account technical skills and fitting with the organizational climate.
- Implementation of new technologies
A third-party agency handles recruitment in its daily routine and is familiar with the most efficient technologies that can help with talent selection.
By having this partnership, the organization has access to this technology and is able to keep up to date, in addition to contracting more quickly.
